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Fortunehttps://s0.wp.com/wp-content/themes/vip/fortune/assets/images/fortunelogo.pnghttp://fortune.com2504020 best workplaces in health carehttp://fortune.com/2015/07/28/20-best-workplaces-in-health-care/
http://fortune.com/2015/07/28/20-best-workplaces-in-health-care/#commentsTue, 28 Jul 2015 13:54:58 +0000http://fortune.com/?p=1220208]]>Growth in health care has been constant--and that means there’s been an ever-growing number of jobs opening up in the industry. Over the past 25 years, employment in health care boomed from 8.2 million jobs in 1990 to 14.8 million in 2014. Not only have the number of positions grown massively, but wages have also grown faster in health care compared to most other sectors of the economy.

As the industry continues to notch strong growth, we turned to the experts at Great Place to Work to find the companies that rate highest for employee satisfaction. Here are the 20 companies that are attracting and retaining today’s top talent in health care.

*Revenue figures are from the most recent fiscal year and headcount figures are the latest supplied by the company.

1. Texas Health Resources

It's about more than clocking in and out at this faith-based health care organization. Employees at Texas Health Resources appreciate that the company values their well-being beyond the workplace, encouraging workers to take care of themselves in mind, body and spirit. "People live the values, creating a unique and family-oriented culture," said one employee. "Visibility and transparency by senior leadership is evident. From executive lunches during new employee orientation to town halls, information is shared in various settings, offering fun and relaxed dialogue with staff." Read the Great Place to Work review here.

2. Springfield Nephrology Associates

A full 100% of Springfield Nephrology Associates reported that they look forward to coming to work. The upbeat, supportive atmosphere makes the practice an enjoyable work environment, while the fair wages, bonuses and generous benefits add to the positive vibes. "Our office is unique because our physicians and staff care about what they do," said one employee. "I cannot pinpoint any one specific thing that makes this job worthwhile. As a whole we are a team, we work to create the best outcome for all." Read the Great Place to Work review here.

3. Encompass Home Health and Hospice

Encompass Home Health and Hospice is spread across 140 locations of varying size, and in spite of the decentralized nature of the company, employees say executives communicate effectively and encourage ongoing education to promote career advancement. Employees also have the added perks of setting their own daily schedules and six weeks of paid time off per year for full-time workers. "A positive, dynamic culture truly is the top priority," said one employee. "There clearly are no hidden agendas, honesty and hard work are consistently rewarded." Read the Great Place to Work review here.

4. Atlantic Health System

Employees at Atlantic Health System enjoy little added perks like discounted gym memberships and chair massages. It's an environment that encourages loyalty with many workers staying at the health care company their entire careers. It's not surprising, then, that 95% of workers say it's a friendly place to work and that they plan to stay for a long time. "The organization does a great job in making all employees feel important and that their actions make a big difference to delivering the best health care possible," said one worker. "Top management makes themselves available. Feedback can and is given in multiple ways, and it's always acted upon." Read the Great Place to Work review here.

5. Southern Ohio Medical Center

Forget the bland scrubs. Southern Ohio Medical Center (SOMC) is all about making its environment fun and delightful for patients and employees alike. The company hosts pet picture contests, ugly tie days and Easter egg hunts to keep employees connected to the heart of its mission: serving the community. The leadership takes the time to know every employee by name and staffers say they feel like part of the family. "It seems that no matter where you are in the hospital, when you seen an employee of SOMC, they have a smile on their face," said one employee. Read the Great Place to Work review here.

6. Retrofit

Headquarters: Chicago, Ill.U.S. employees: 43U.S. revenues: N.A.

At Retrofit, 100% of employees say their workplace is great, pointing to the flexible work environment and supportive atmosphere. The company, which sells a personalized, holistic weight management solution, provides unlimited paid time off as well as the ability to work from anywhere. Workers also have the flexibility to choose their own work hours. Retrofit is all about building a healthy environment and lifestyle for their employees so they can pass along those same values to their customers. Read the Great Place to Work review here.

7. Baptist Health South Florida

Baptist Health South Florida has a reputation of committed care, and its employees are proud of what they accomplish while at the office each day. Workers appreciate the caring, supportive environment, which includes employee development programs, health care coverage and no-interest loans if they need help in times of crisis. "This is a company that cares about their employees," said one worker. "The benefits are excellent; they encourage work and life balance. I am here to stay -- I would not work anywhere else." Read the Great Place to Work review here.

8. ContextMedia

ContextMedia, a digital health care network, believes that healthy people are happy people. That's why it provides perks like daily catered meals, gym memberships and fitness classes to ensure that its own people are well-cared for and motivated. Workers also like that managers are approachable and provide regular feedback and praise for a job well done. "We've built a family in the workplace where everyone is looking out for one another," said one employee. "It is very rare that employees will not have support of their managers or the leadership team. We all help one another to succeed." Read the Great Place to Work review here.

9. Licking Memorial Health Systems

Courtesy of Licking Memorial Health Systems

Headquarters: Newark, OhioU.S. employees: 1,790U.S. revenues: N.A.

Even when the workload gets demanding, Licking Memorial Health Systems employees can handle it. That's because of the small perks that the company gives employees that make a big difference, like concierge services to cut down on personal errands and frequent bonuses. Employees describe the working environment at Licking Memorial as friendly, welcoming and open. "The support that we receive from our leadership team is liberating," said one employee. "We are empowered to take ownership of the care we provide. We are encouraged to think outside of the box and truly do what is best for our patients and their families." Read the Great Place to Work review here.

10. St. Jude Children's Research Hospital

Employees at St. Jude Children's Research Hospital are passionate about the company's mission: to cure and treat pediatric cancer and other diseases. It's no surprise that 98% of workers say they take great pride in the company. St. Jude also goes out of its way to make sure employees are well cared for so they can provide the best service possible. That includes perks like dinner-to-go services, fitness classes and tuition reimbursement. "We are leading the world in finding better cures for childhood cancers and are sharing our advances globally," said one employee. "It has special meaning to be a part of a place that wants to be the very best at doing something enormously important!" Read the Great Place to Work review here.

11. ZocDoc

Photograph by Michael Dinneen -- FPS for ZocDoc/AP

Headquarters: New York, NYU.S. Employees: 600U.S. Revenues: N.A.

Combine an inspiring mission with excellent perks and you have the equation for what makes employees happy at ZocDoc. The company's work hard, play hard mentality is supported by such perks like unlimited paid time off, free lunches every day and surprise birthday parties. Workers can also take advantage of a dedicated fun room anytime with arcade games, Ping Pong tables are more. "The level of autonomy is incredible. You have so much responsibility from day one," said one employee. "Also, the people that I work with are phenomenal. they are some of the most brilliant minds, but also people with whom I'd be happy to grab a beer." Read the Great Place to Work review here.

12. OhioHealth

OhioHealth has grown rapidly, acquiring local hospitals and expanding its reach across the state. While that change can seem "overwhelming" at times, the organization goes out of its way to acknowledge employees with forward-thinking rewards like an OhioHealth Scholars Program, onsite fitness classes and an all-out shopping trip on major work anniversaries. "Working for this company, even though large, gives one a feeling of family in the way you are treated," said one employee. "I have always been impressed with how my co-workers rally around another in need, and how my management team has always been responsive to my personal needs when a crisis has arisen." Read the Great Place to Work review here.

13. Beach Cities Health District

At Beach Cities Health District, 94% of employees say their workplace is great. The preventive health agency serves Southern California communities and strives to provide its employees with the same level of care as it does its clients. Beach Cities Health District is child- and pet-friendly to help employees balance work and life demands, while also offering employees access to its 17,000-square-foot fitness facility any day of the week. The result is that 99% of workers say they take great pride in their workplace. Read the Great Place to Work review here.

14. Carolinas HealthCare System

Carolinas HealthCare System employees work across the health care spectrum, from hospitals to nursing homes. They are proud of their work but also appreciate giving back in other ways. Some 57,000 hours were volunteered by CHS employees. CHS also gets high marks for its wellness programs, featuring fitness classes, walking trails and even employee-run vegetable gardens. "Our organization is very focused on work-life balance," said one employee. "They are dedicated to providing incentives to improving the overall health and wellness of their employees." Read the Great Place to Work review here.

15. Meridian Health

Meridian Health's caring focus extends to patients and employees alike. It offers perks like on-site child care, employee health initiatives and at least four weeks of paid time off for full-time workers. Meridian Health also believes in giving back to the community, allotting each employee 8 hours of paid to time volunteer and donating $63 million to philanthropic causes in the last year. "To work for an organization that is so broad in scope yet so thoughtfully structures its culture and teams is a pleasure," said one employee. "I feel supported and like we are all driving toward a noble goal." Read the Great Place to Work review here.

16. Houston Methodist

Houston Methodist's "I CARE" motto is central to how it treats employees. It encourages a family-friendly workplace and acknowledges staff successes with special contests and bonuses including trips, cash, sports tickets and iPads. The CEO makes a concerted effort to stay connected with employees across the system, hosting a breakfast each month for 30 randomly selected employees. "There aren't many companies that I have worked for that actually care about their employees outside of work," said one staff member. "This is a company that really cares and will help the employee as a whole." Read the Great Place to Work review here.

17. Roche Diagnostics

Scientific rigor, unassailable ethics and innovation are at the core of Roche's values, and 97% of employees at take great pride in those values and the work they do everyday. Employees value management's open communication as well as on-site amenities like a fitness center, free health clinic and a 45-acre park that hosts a summer camp for children. "There are vast opportunities within different business areas," said one employee. "At Roche, you could have a dozen different roles in a handful of departments and never leave the Indianapolis campus." Read the Great Place to Work review here.

18. Viverae

Viverae sells a platform that helps employers better manage their workers' health costs by promoting healthier lifestyles, so it comes as no surprise that it sets a tone of wellness for its own workers. It's a mentality that starts at the top with the CEO and trickles down and includes perks like on-site fitness facilities, a health clinic and company-wide fitness drills twice each day. "Managers trust that you will get your work done without having to do any micromanaging," said one employee. "Everyone works together as a big team, and it is a very health-focused company." Read the Great Place to Work review here.

19. Vera Whole Health

Courtesy of Vera

Headquarters: Seattle, Wash.U.S. Employees: 65U.S. Revenues: N.A.

Vera Whole Health has wellness baked into its core, which is fitting for a business that builds on-site and near-site health clinics for employers. Employees often take a mid-day break to go for a run or take a yoga class. They take pride in what they do and management gets high marks for honesty and ethics. "I love working here, feeling surrounded by people with integrity," said one employee. "They practice what they preach, deliver what they promise, encourage and esteem everyone to do their best and be their best." Read the Great Place to Work review here.

20. Scripps Health

Scripps Health workers credit the staff for making the health care system great. Ninety percent of workers say it's a great atmosphere and a large majority praise Scripps' community contributions around San Diego. Workers also appreciate the wellness perks like 100 fitness classes across 12 locations daily, health screenings and free on-site chair massages annually. "Scripps is unique in how the leadership is transparent with their employees about their circumstances, financial status and goals and overall strategic plans," said one employee. "There is such an effort to educate, share knowledge and empower employees to work together." Read the Great Place to Work review here.

]]>http://fortune.com/2015/07/28/20-best-workplaces-in-health-care/feed/0Doctors and nurses working hospitallorenzettifortuneWhy American Express needs to up its rewards gamehttp://fortune.com/2015/06/04/american-express-rewards/
http://fortune.com/2015/06/04/american-express-rewards/#commentsThu, 04 Jun 2015 16:52:59 +0000http://fortune.com/?p=1159812]]>American Express has been coasting on its reputation, but it’s time it beefed-up its credit card rewards to keep pace with rivals like Visa and MasterCard, according to Nomura Holdings analysts.

AmEx AXP has long been synonymous with top perks and good customer service. In recent years, however, other companies have come along with higher-reward cards and left AmEx in the dust, the report said.

Currently, Visa V and MasterCard MA issuers JPMorgan Chase JPM and Capital One COF have the best cards for the rewards, Nomura said. The report, covered by Bloomberg, says it is only a matter of time before savvy consumers catch on, especially in the Internet era where people can “gain increased visibility into the value of their rewards and are intolerant of subpar economics.”

AmEx, which recently ended its partnerships with Costco and JetBlue, increased its rewards spending 7.3% to $6.93 billion last year. It also announced expanded perks for its Starwood Hotels & Resorts partnership, as well as more reward benefits for its premier gold cards.

However, that may not be enough when new high-value cards like Citi Double Cash and Discover it Miles are hitting the U.S. market with reward values that are 25% to 80% higher than the previous average.

For more about American Express, watch this Fortune video:

]]>http://fortune.com/2015/06/04/american-express-rewards/feed/0Visa MasterCard American Express 2013lorenzettifortuneThese 11 companies offer 100% healthcare coveragehttp://fortune.com/2015/03/11/companies-offer-all-healthcare-coverage/
http://fortune.com/2015/03/11/companies-offer-all-healthcare-coverage/#commentsWed, 11 Mar 2015 16:00:12 +0000http://fortune.com/?p=998049]]>Health care is undergoing a radical change as the implementation of the Affordable Care Act transforms access to insurance coverage, while the cost of health care continues to grow. One study estimates that about 90% of workers at S&P 500 companies who currently receive insurance through their workplaces will enter government exchanges by 2020, according to S&P Capital IQ. That could end up saving the biggest U.S. companies nearly $700 billion between 2016 and 2025, the S&P researchers found.

The move parallels that of retirement plans over the last several decades and could signal a sea-change: Workers could one day manage their own health insurance like they do their 401(k) plans, with only a defined contribution from their employer.

Against this backdrop, it’s all the more surprising to find major corporations that are still willing (and able) to cover 100% of their employee’s healthcare premiums. Some companies like Nugget Market have fought hard to maintain the benefit, while others, like Ultimate Software, feel that it ends up helping the bottom line. All 11 of the companies agree that taking care of their employees is central to running a good business.

Kimley-Horn and Associates

Courtesy of Kimley-Horn and Associates.

What the company offers: Covers 100% of an employee's healthcare premium and 90% of his or her dependents' premiums. Employees have the option to upgrade their plan for partial premium coverage. Includes dental, vision, prescription drug subsidy and access to mental health care.

Domestic partner coverage? Yes, for both same-sex and opposite-sex couples.

Part-time eligibility?: The company covers 92% of a part-time employee's healthcare premium when he or she works at least 30 hours a week.

What the company has to say about the benefit:

"We like to communicate to our employees that this is a great place to spend a career," said Barry Barber, the executive vice president of human resources at Kimley-Horn. "It's just one more example of why this is a great place to be, and we believe shows employees that we we're a company that's really looking out for them and their families."

Arthrex

Courtesy of Arthrex

What the company offers: Covers 100% of an employee's healthcare premium and 50% of his or her dependents' premiums. Includes dental, vision, prescription drug subsidy and access to mental health care.

Domestic partner coverage? No.

Part-time eligibility?: The company covers part-time employees' premiums when they work at least 29 hours a week.

Special perks: Arthrex has an on-site medical clinic with a staff of 12 that's free for all employees and their dependents. Includes a small pharmacy. The clinic operates as both a primary and urgent care outlet.

What the company has to say about the benefit:

"It's something we've always done. It goes along with our culture and family atmosphere here," said Lindsay Horne, who manages Arthrex's compensation and benefits. "Our mission is helping surgeons treat their patients better, likewise we want to help treat our employees better. We see that as a spinoff of our mission."

Ultimate Software

Courtesy of Ultimate Software.

What the company offers: Covers 100% of an employee's healthcare premium and 100% of his or her dependents' premiums. Includes dental, vision, prescription drug subsidy and access to mental health care.

Domestic partner coverage? Yes, for same-sex couples only.

Part-time eligibility?: No.

What the company has to say about the benefit:

"Our CEO did this from the beginning. There were several times along the way after we became a public company that he was questioned on the policy, but he stuck by it," said Linda Miller, the executive of public relations for Ultimate Software. "It's a high ticket item for the company, but he has always strongly believed that it's the quality of the talent that you hire and their commitment that ultimately results in the quality of our products and services. He wants to take care of the employees, but he also knows it's a huge benefit to the company in how the employees feel."

Perkins Coie

Courtesy of Perkins Coie LLP.

What the company offers: Covers 100% of an employee's healthcare premium and 50% of his or her dependents' premiums. Includes dental, vision, prescription drug subsidy and access to mental health care.

Domestic partner coverage? Yes, for both same-sex and opposite-sex couples.

Part-time eligibility?: The company covers 80% of part-time employees' premiums when they work at least 19 hours a week.

Special perks: Coverage includes fertility treatments.

What the company has to say about the benefit: "It's part of our overall strategy. Our culture and our people are significantly important to us," said Darrin Emerick, chief personnel officer for Perkins Coie. "While the partners and attorneys generally make higher salaries, we want to treat everyone fairly. By providing low-cost healthcare, we're able to equate fairness with our benefit programs. Everyone should feel they have the ability to afford their healthcare."

FactSet Research Systems

Courtesy of Factset

What the company offers: Covers 100% of an employee's healthcare premium and 100% of his or her dependents' premiums. Includes dental, vision, prescription drug subsidy and access to mental health care.

Domestic partner coverage? Yes, for both same-sex and opposite-sex couples.

Part-time eligibility?: The company covers 100% of part-time employees' premiums when they work at least 30 hours a week.

Special perks: Coverage includes fertility treatments.

What the company has to say about the benefit: "FactSet realizes it needs to support employees not only in the work environment but also at home and in the communities where they live," said Jennifer Passeck, a lead recruiting specialist for FactSet. "When employees feel they're part of a team that cares for them and values them as individuals, it creates an appreciation for what's offered and a desire to make their team proud."

Zappos.com

Courtesy of Zappos.com

What the company offers: Covers 100% of an employee's healthcare premium and 71% of his or her dependents' premiums. Includes dental, vision, prescription drug subsidy and access to mental health care.

Domestic partner coverage? Yes, for both same-sex and opposite-sex couples.

Part-time eligibility?: No.

Special perks: Coverage includes fertility treatments and access to a doctor anytime via phone or Skype.

What the company has to say about the benefit: "One of Zappos' driving principles ties back to our first core value - delivering WOW through service. In order to make our customers happy, we first have to make sure that our employees are happy," said Bhawna Provenzano, senior manager of benefits and wellness at Zappos. "The decision to offer full comprehensive coverage to our employees stems from that principle and has been that way for a very long time."

Activision Blizzard

Courtesy of Activision Blizzard.

What the company offers: Covers 100% of an employee's healthcare premium and 80% of his or her dependents' premiums. Includes dental, vision, prescription drug subsidy and access to mental health care.

Domestic partner coverage? Yes, for both same-sex and opposite-sex couples.

Part-time eligibility?: The company covers 100% of part-time employees' premiums when they work at least 30 hours a week.

Special perks: Coverage includes fertility treatments.

What the company has to say about the benefit: "Our core value of 'creativity: find the best way' applies to everything we do, and that includes truly innovating benefits plan designs to accommodate all segments of our population, such as our no-cost plan," said Mary Osako, senior vice president of global communications for Activision. "We're always looking for new ways to offer tailored and high-tech benefits that adapt to our employees' needs."

NuStar Energy

Courtesy of NuStar Energy

What the company offers: Covers 100% of an employee's healthcare premium and 100% of his or her dependents' premiums. Includes dental, vision, prescription drug subsidy and access to mental health care.

Domestic partner coverage? Yes, for both same-sex and opposite-sex couples.

Part-time eligibility?: The company covers 100% of part-time employees' premiums when they work at least 20 hours a week.

Special perks: Company headquarters has an in-house clinic. Free wellness assessments at the clinic and for employees in the field.

What the company has to say about the benefit: "We always say our employees are our No. 1 asset, and this shows that. We really invest in them and provide the best healthcare coverage and wellness benefits," said Mary Rose Brown, chief administrative officer for NuStar Energy. "If you take care the employee, that employee will take care of the business and the unit holders. We've found that to be true in low turnover, lower overtime and lower healthcare costs."

Nugget Market

Courtesy of Shawn Hall/Nugget Market, Inc

What the company offers: Covers 100% of an employee's healthcare premium and 82% of his or her dependents' premiums. Includes dental, vision, prescription drug subsidy and access to mental health care.

Domestic partner coverage? Yes, for same-sex couples only.

Part-time eligibility?: The company covers 100% of part-time employees' premiums when they work at least 22 hours a week.

What the company has to say about the benefit: "It's not cheap, but it's important. We worked really hard to figure out how to continue on with this benefit when everyone around us was cutting back," said Mary Muller, director of human resources for Nugget Market. "We have a company goal of being a world class employer, and for us that means no takeaways. Our associates work hard for us because they know we care about them."

Twitter

Photogrpah by Robert Benson

What the company offers: Covers 100% of an employee's healthcare premium and 60% of his or her dependents' premiums. Includes dental, vision, prescription drug subsidy and access to mental health care.

Domestic partner coverage? Yes, for both same-sex and opposite-sex couples.

Part-time eligibility?: No.

Special perks: Coverage includes fertility treatments. The company also has a partnership with a near-by clinic that provides same-day or next-day access to a primary care physician for both employees and partners.

What the company has to say about the benefit: "We believe that great benefits are one differentiator that helps us attract and retain the best and brightest talent," said Laura Brady, director of compensation and benefits at Twitter. "Innovation can only happen at Twitter through the contribution of our employees; our benefits package is one important way that we demonstrate the value we place on those contributions."

Boston Consulting Group

Photograph by Chris Leonard

What the company offers: Covers 100% of an employee's healthcare premium and 100% of his or her dependents' premiums. Includes dental, vision, prescription drug subsidy and access to mental health care.

Domestic partner coverage? Yes, for same-sex couples only.

Part-time eligibility?: The company covers 100% of part-time employees' premiums when they work at least 20 hours a week.

Special perks: Coverage includes fertility treatments.

What the company has to say about the benefit: "We feel strongly that we want to take as much stress of our employees as we possibly can, and healthcare is one easy and obvious way to do that," said Susan Grimbilas, head of HR and operations for the Americas at Boston Consulting Group. "We think its really important for us to be supportive at points we would call moments of truth. Times when you have a baby or get sick or have a spouse that gets sick. The main thing is, this has been part of our core value of employees first."

]]>http://fortune.com/2015/03/11/companies-offer-all-healthcare-coverage/feed/0Activision-Lightning_LogolorenzettifortuneTwitter’s most Tweet-worthy perkshttp://fortune.com/2015/03/05/twitter-best-perks/
http://fortune.com/2015/03/05/twitter-best-perks/#commentsThu, 05 Mar 2015 20:56:12 +0000http://fortune.com/?p=1017220]]>This year mark’s Twitter’s first appearance on Fortune’s Best Companies to Work for list. The social media company, which comes in at No. 24, employs about 3,600 workers, the majority of which are based out of its Bay Area headquarters. Like many of the region’s tech players, Twitter offers employees scores of benefits, from unlimited vacation days to free (and healthy) food. But it’s also got its own flavor of perks: Helping others. According to CEO Dick Costolo, employees come to Twitter primarily because they want to make a difference in the world. Lucky (or unlucky) for them, they’ve got plenty of opportunities to make a difference in their own backyard (in addition to working with local non-profits, the company will soon open a learning center that offers free computer courses in the community). Of course, visits from a steady stream of celebrities and a rooftop deck with killer views also helps attract and retain employees. Here are some of Twitter’s top perks.

#FridayForGood

Twitter employees donate time at the San Francisco Marin Food Bank.Photograph by Aaron Durand for Twitter, Inc.

Twice a year, Twitter organizes a global day of service. Employees can pick from a number of projects organized by local non-profits, from serving lunches at homeless shelters to setting up Internet connectivity in the neighborhood to tutoring elementary students from lower-income schools.

Wine, beer and Kombucha on tap

Kombucha on tap at the Lodge at Twitter's headquarters.Photograph by Jared Schwartz for Twitter, Inc.

The Lodge, a communal area where two real log cabins are used for meetings and social events, includes a coffee bar that also serves wine, beer and--yes, fermented tea--on tap.

Rooftop deck

The crown jewel of Twitter's San Francisco headquarters is a 16,500 rooftop deck with expansive views of the city. Employees use the space to socialize, relax and (sometimes) work.

A-listers

Former U.S. Secretary of State Hillary Clinton visits Twitter to discuss her new book
Hard Choices and answer questions from employees.Photograph by Rob Nikzad for Twitter, Inc.

From Lena Dunham to Hillary Clinton, celebrities and world leaders have flocked to Twitter's headquarters seeking advice on how to better connect with their followers and manage their social media messaging. Many of them take time to speak to employees and answer questions, an added perk for Twitter's workers.

]]>http://fortune.com/2015/03/05/twitter-best-perks/feed/0TwittermlevramHow to build the perfect workplacehttp://fortune.com/2015/03/05/perfect-workplace/
http://fortune.com/2015/03/05/perfect-workplace/#commentsThu, 05 Mar 2015 13:00:16 +0000http://fortune.com/?p=1013540]]>The one thing absolutely everyone knows about working at Google is that you get free, gourmet-quality food all day long. Stuffed quail, lavender pecan cornbread, aloo gobi, fresh fruits and vegetables, Gruy?re mac and cheese--just go get it. Many know also that Google provides free gyms, free massages, and generous parental leave, plus cash bonuses when a baby is born; dogs are welcome. Beautiful offices are about to be upgraded in a spectacular planned new headquarters in Mountain View, Calif., the New York Times reported in late February (though details on the campus were sketchy at presstime). So when people see that Google GOOG is No. 1 on Fortune's new ranking of America's Best Companies to Work For--for the sixth time--they understandably figure the reason must be those incredible employee perks. But that isn't why. Knockout perks aren't the reason any company makes this list. The essence of a great workplace is just that: an essence, an indispensable quality that determines its character.

Understanding that quality--understanding it well enough to build a corporate organization around it--has long been a goal of great companies. And it's getting rapidly more valuable too. That's because as the economy changes, employers who don't know the secret will be at a deepening disadvantage to those who do.

Which brings us back to those famous Google perks. The truth is, while the most sought-after talent doesn't generally flock to a company because of certain benefits and giveaways (nice as they may be), the perks themselves can teach us about the company's essence--why, that is, some employers are such super-powerful magnets for the world's best employees year after year. Listen to what an ex-Googler told Quora.com about Google's nonstop free buffet: It "helps me build relationships with my colleagues."

Hold on--food helps build relationships? It does when it's used right. Data-obsessed Google measures the length of the cafeteria lines to make sure people have to wait a while (optimally three to four minutes) and have time to talk. It makes people sit at long tables, where they're likelier to be next to or across from someone they don't know, and it puts those tables a little too close together so you might hit someone when you push your chair back and thus meet someone new--the Google bump, employees call it. And now we begin to see the real reason Google offers all that fantastic free fare: to make sure workers will come to the cafeterias, where they'll start and strengthen personal relationships.

That is, the food is just a tool for reaching a goal, and the goal is strong, numerous, rewarding personal relationships. Success obviously requires more than free food, but we're glimpsing the explanation of workplace greatness. That same Googler said, "The best perk of working at Google is working at Google," and the No. 1 reason he gave was the people: "We are surrounded by smart, driven people who provide the best environment for learning I've ever experienced." (For more on the company's people strategy, see "Google's 10 Things to Transform Your Team and Your Workplace" in this issue.)

Here's the simple secret of every great place to work: It's personal--not perkonal. It's relationship-based, not transaction-based. Astoundingly, many employers still don't get that, though it was the central insight of Robert Levering and Milton Moskowitz when they assembled the first 100 Best list in the early 1980s. (For their insights into this year's ranking, see their introduction to the list.) "The key to creating a great workplace," they said, "was not a prescriptive set of employee benefits, programs, and practices, but the building of high-quality relationships in the workplace." Reaching far deeper into people than corporate benefits and cool offices ever can, those relationships are why some workers love their employers and hate to leave and why job applicants will crawl over broken glass to work at those places.

In the past, of course, plenty of non-great places to work have managed to succeed without mastering this understanding. And many, no doubt, will continue to thrive. But all evidence suggests that this track is about to get much harder. Big, deep structural changes in the economy are likely to boost the advantages that great employers already enjoy in the marketplace and penalize even more the companies that fall behind.

It isn't just because human capital is growing more valuable in every business. That trend has been going on for decades as ever fewer workers function as low-maintenance machines--turning a wrench in a factory, for example--and more become thinkers and creators. The remarkable thing is that while most trends eventually peter out, this one just keeps going. Intangible assets, mostly derived from human capital, have rocketed from 17% of the S&P 500's market value in 1975 to 84% in 2015, says the advisory firm Ocean Tomo. Even a manufacturer like Stryker gets 70% of its value from intangibles; it makes replacement knees, hips, and other joints loaded with intellectual capital.

Companies will continue to gain a competitive advantage by attracting and keeping the most valuable workers, which is reason enough to become a great workplace. But interestingly, there's a shift here as well--namely, in who is considered valuable. For decades--since Peter Drucker coined the term in the late 1950s--the MVPs were the so-called knowledge workers. But that term is no longer an apt description of the most prized personnel. The straightforward reason is that knowledge is becoming commoditized. Information, simple or complex, is instantly available online. Knowledge skills that must be learned--corporate finance, trigonometry, electrical engineering, coding--can be learned by anyone worldwide through online courses, many of them free. They can even be performed by a clever algorithm. Knowledge remains hugely important, but it's gradually becoming less of a competitive advantage.

As technology takes over more of the fact-based, rules-based, left-brain skills--knowledge-worker skills--employees who excel at human relationships are emerging as the new "it" men and women. More and more major employers are recognizing that they need workers who are good at team building, collaboration, and cultural sensitivity, according to global forecasting firm Oxford Economics. Other research shows that the most effective teams are not those whose members boast the highest IQs, but rather those whose members are most sensitive to the thoughts and feelings of others. MIT professor Alex "Sandy" Pentland, a renowned data scientist who directs that institution's Human Dynamics Laboratory, has aptly summed up the new reality: "It is not simply the brightest who have the best ideas; it is those who are best at harvesting them from others. It is not only the most determined who drive change; it is those who most fully engage with like-minded people. And it is not wealth or prestige that best motivates people; it is respect and help from peers."

Yup, these are the new corporate MVPs.

Many companies will struggle with finding and luring these top workers--as well as employing them in ways that get the most out of their interpersonal skills. But the best companies to work for are, mostly, already there. Creating and building relationships is the essence of what they do. Consider SAS, the giant software firm that's one of the few companies to appear on our 100 Best ranking every year since we started publishing it in 1998. The firm surveys employees annually on the state of their relationships: Are they getting open communication and respect from fellow employees? Are they being treated like human beings? Or look at another regular on the 100 Best, the Wegmans supermarket chain. Here's a typical employee comment: "Co-workers really care about each other on both a professional and personal level." The perks at these companies are pretty darn good. But it's the employees themselves that make them great places to work.

You've realized by now that we're talking about culture, the way people behave from moment to moment without being told. More employers are seeing the connection from culture and relationships to workplace greatness to business success. Deloitte's latest annual survey of 3,300 executives in 106 countries found that, for the first time, top managers say culture is the most important issue they face, more important than leadership, workforce capability, performance management, or anything else. "Culture" was Merriam Webster's 2014 word of the year. It's everywhere. Yet as employers increasingly grasp its importance, they also realize they have no clue where to begin in creating the culture they need.

Google’s cafeteria is designed to encourage employees to rub elbows--to say nothing of backs and food trays--with one another.Photo: Eros Hoagland--Redux

Let the 100 Best offer a few hints. They focus on four elements of culture that make the most difference:

Mission. These companies are pursuing a larger purpose, and company leaders make sure no one forgets it. Whole Foods is improving customers' health and well-being; USAA is supporting members of the U.S. military and their families; REI is helping people enjoy the outdoors sustainably. When employees are all pursuing a mission they believe in, relationships get stronger.

Colleagues. Several of the 100 Best also appear on lists of companies where it's hardest to get hired; 14 of them, including Twitter, St. Jude Children's Research Hospital, and the Container Store, attract more than 100 applicants for every job opening. Those companies can hire the cream of the crop, creating a self-reinforcing cycle; the best people want to go where the best people are.

Trust. We all know this: Show people that you consider them trustworthy, and they'll generally prove you right. Many of the 100 Best let employees work whenever they want, and they work far more than if they were punching a clock. Riot Games, maker of League of Legends, even offers unlimited paid vacation; strong relationships prevent employees from abusing the policy.

Caring. Every company says it values employees. The 100 Best don't say it; they show it. This is where some of those celebrated perks do count. Google, for example, offers an employee benefit it has never publicized: If an employee dies, his or her spouse receives half the employee's salary for a decade. No words could send as clear a message. A true culture of caring goes beyond perks and includes daily behavior--see Leigh Gallagher's story on Marriott in this issue.

And yes, in case you harbored doubts, the 100 Best really do outperform other companies as investments. Analysis of the publicly traded firms in the rankings from 1984 through 2009 by Wharton's Alex Edmans found that a portfolio of 100 Best Companies exceeded its expected risk-adjusted return by 3.5% a year. That's what Wall Street calls alpha, and 3.5% annually over 25 years is a stupendous performance. The puzzle is how it's possible. Why don't investors realize that great places to work are also great investments, and bid up the stock price as soon as Fortune's annual list is published, eliminating the subsequent outperformance? Edmans exhaustively investigated several hypotheses and concluded that investors just don't get it--they simply don't understand that great workplaces work better.

A corollary is that most employers don't get it either. Why do they let the 100 Best clean their clocks year after year, when the secret is no secret at all? The answer is a mystery. We know 100 companies that hope the others never figure it out.

]]>http://fortune.com/2015/03/05/perfect-workplace/feed/0DYN.03.15.15.New Dynamic.01christinaaustin2015DYN-03-15-15GoogleThe hero complex: A common, curable leadership maladyhttp://fortune.com/2015/02/02/hero-complex-leadership/
http://fortune.com/2015/02/02/hero-complex-leadership/#commentsMon, 02 Feb 2015 18:35:55 +0000http://fortune.com/?p=970816]]>When I was consulting the board of a major financial firm years ago, I was astounded to see the directors, including former heads of state along with CEOs of other companies, served on paper plates with plastic forks while the CEO was served on fine China and silver--for "dietary" reasons.

Sandy Weill, when he ran Shearson, had a fireplace built into his 106th floor office in the World Trade Center in the 1970s. During his next three positions, at American Express, Primerica, and Citigroup, he had fireplaces installed in each skyscraper tower office.

James Dutt, as CEO of Beatrice, required that his photo be hung in each staffer's office--as 40 of the 58 corporate officers departed during his failed six-year reign. Armand Hammer, as CEO of Occidental Petroleum, displayed a life-size bronze statue of himself in the corporate lobby. This past year, we have seen even more alarming examples of imperial conduct across a wide slice of enterprises.

Our society is ambivalent toward top business leaders. CEOs are worshipped as rock stars, if not nearly deified. They are dragon slayers one moment and the next moment vilified as the very dragons they presumably conquered. Most chief executives I have met, however deservedly proud they may be, are serious, devoted leaders who possess a grounded sense of their own vital roles. They generally show a humble appreciation of the contributions of their executive team and their shared responsibilities to shareholders, customers, coworkers, and communities. In fact, they are almost too quick to attribute their hard-earned triumphs to sheer good fortune. But then there are those prominent few in every era who have given way to eye-popping grandiosity, presumption, and arrogance.

How should boards and fellow CEOs come to terms with outlier CEO colleagues who have fallen victim to imperial presumption? These leaders believe the rules do not apply to them. They see themselves as transcendent, "more equal than other animals," akin to the barnyard leaders in George Orwell's Animal Farm. I studied this pathology in my book, The Hero's Farewell. Boards, embarrassed by such rogue leaders--or feeling dependent upon them--whither in prolonged, uncomfortable deliberations before acting.

Consider the example of the three amigos of retail: American Apparel's Dov Charney; Abercrombie & Fitch's Michael Jeffries; and Lululemon's Chip Wilson. Each presided over years of sinking market performance, soaring salaries, and conduct as bizarre as it was offensive.

Despite hundreds of millions in losses, Charney proudly strut his stuff, posing in nothing but his own underwear in American Apparel ads and reportedly once led a meeting wearing nothing other than a sock, not on his foot. He was accused of sexually harassing multiple employees, including arranging for the online posting of nude photos of three of his accusers as retaliation. Charney was charged in lawsuits of rubbing dirt in the face of a Malibu store manager while screaming obscenities at him.

In 1992, the notoriously autocratic Jeffries revived the 113 year-old brand name Abercrombie and Fitch from bankruptcy. However, 15 years later, he was anointed by The Corporate Library as "The Highest Paid, Worst Performer" in the nation after he was paid $71.8 million for faltering performance. Seemingly gleeful over sequential PR backfires, Jeffries claimed he only wanted to market to "cool, good looking people. We don't want to market to anyone other than that." Abercrombie's ads generally displayed far more of the toned flesh of its young models than the featured apparel. He hired male models for company roles that went beyond advertising.

Wilson told Canada's National Post Business Magazine that he named his company Lululemon because he thought it was funny that Japanese people had trouble pronouncing the letter "L." Wilson also spoke out over use of child labor in the Third World, in favor of the practice. An avid Ayn Rand fan, as chairman, he printed the name John Galt, the star of one the author’s books, on the company's bags, without informing the company's CEO. The company endured a massive recall of their yoga pants when it turned out they were unexpectedly see-through. Responding to complaints from women customers regarding the pilling of Lululemon's pants, Wilson blamed the fabric's poor wear on the overweight physique of those customers.

Less grotesque personal indiscretions at work have felled respected CEOs like Mark Hurd while at HP and Harry Stonecipher at Boeing. According to The Wall Street Journal, Louis Chenevert's successful six year reign as CEO of United Technologies came to an abrupt end in late 2014 over board concerns regarding the executive’s excessive attention to personal interests such as the oversight of the Taiwan construction of his 110-foot yacht. He apparently devoted similar attention to the construction of his 63-foot and 85-foot yachts.

We could add the narcissistic conduct of many elected U.S. Officials to this list, including the misdirection of public funds for personal luxuries by governors across parties, the reckless, even abusive, treatment of staffers, and the bizarre emails and Tweets to constituents.

It is simplistic to apply labels such as greed, vanity, or immorality to explain such grandiose behavior. No, these leaders have demonstrated a trait unfortunately common among people in positions of power: the drive for heroic stature. In addition to having a commitment to a mission or a desire to establish a meaningful legacy, heroic stature is just one of several hallmarks of transformational leaders. But this particular quality is most often distorted and poorly managed. When you trace the careers and even childhoods of top leaders, most display a lifelong drive for a distinctive identity, something that distinguishes them from the crowd. The priority placed on the perquisites of executive status, such as chauffeur-driven limos, personal jets, platoons of administrative assistants, and corner offices with luxury furnishings--without or without fireplaces--is all too common.

No one ever called Alexander III of Macedon Alexander the Great until he invented the title himself and manufactured a false lineage that connected him to the mythic Achilles and Odysseus. In the Frenzy of Renown, literary scholar Leo Braudy argues that societies generate a subset of people eager to live their lives in the public eye. Some court recognition on a grand scale in the belief that fame will somehow exempt them from the often suffocating expectations and standards that come with executive jobs.

The disappearance of a heroic platform can be disconcerting to leaders. In 1983, Gerald Ford hosted a gathering of former chiefs of state of who all voluntarily "retired." As they reminisced, former UK Prime Minister James Callaghan commented, "I had to pinch myself and almost pinch the rest of them to remind ourselves that we were no longer in power." France's former president Valery Giscard D'Estang replied to a reporter who asked how he now felt, "How does it feel? It feels the same way you feel when you write a story that does not get in the paper."

Leaders can use their platform to direct public attention to key issues and promote important measures. Heroic stature imbues executives with the kind of authority that encourages people to support their ideas and strategies. But such authority can get out of hand very fast. And company boards, even those with truly independent directors, are all too often intimidated and embarrassed to take action. Nevertheless, boards can respect a CEO’s heroic stature without yielding to intolerable autocratic presumptions.

A company board’s compensation committee, if not the full board, should determine which perks are acceptable symbols of authority and which ones are simply wasteful expressions of vanity. And the nominating and governance committee should ensure that they have a good lock on strong successor candidates so they do not feel they are held hostage by the incumbent. Sometimes, CEOs simply offer up questionable candidates on paper that no one could really see as legitimate successors, what in Victorian literature could be called "beards," or non-threatening escorts. It’s up to directors to root this kind of behavior out at the very beginning. Ultimately, good corporate governance does not mean giving control to the CEO or the board but establishing a working partnership. This requires agreeing to share power, from start to finish.

Jeffrey Sonnenfeld is Senior Associate Dean for Executive Programs and Lester Crown Professor in the Practice of Management at the Yale School of Management

]]>http://fortune.com/2015/02/02/hero-complex-leadership/feed/0power ego tripsolster2Come fly with them: These CEOs spend the most on the corporate jethttp://fortune.com/2015/01/27/ceo-corporate-jet-perks/
http://fortune.com/2015/01/27/ceo-corporate-jet-perks/#commentsTue, 27 Jan 2015 18:09:12 +0000http://fortune.com/?p=963147]]>Many chief executives take advantage of their rights to the company jet. Who wouldn’t want their very own airborne steed at the ready? But should shareholders be footing the bill?

Since 2008, this particular perk has been one of the most closely examined and widely criticized. The three most common reasons given by companies for personal use of the corporate jet are: executive security, board mandate, and, quite simply, convenience.

How many big corporate CEOs actually get access to the company jet? Pay research company Equilar recently found that of the 95 public Fortune 100 companies, 65 CEOs were either eligible for or received some form of jet perk. Equilar noted that two CEOs who did not have the perk were running airlines, where complimentary air travel is typically provided to all employees. The average annual cost of the perk, at least at the companies that disclosed the figures, was $141,187, which typically represented about two-fifths of total perk spending.

So, which CEOs make the most of their jet perks? The five most expensive CEOs to fly around were Brian Moynihan at Bank of America BAC, James McNerney at Boeing BA, Jeffrey Immelt at General Electric GE, Robert Iger at Disney DIS, and Ryan Lance at ConocoPhillips COP.

Bank of America CEO Brian Moynihan’s jetting around cost the company $448,251 in 2013. Spokesperson Lawrence Grayson said that Moynihan reimburses the company for personal use of the aircraft. So, where did this almost half a million dollars come from? Grayson explained that the SEC has a broader view of personal usage than, say, the IRS. So, for example, if Moynihan flies to California on business and then the jet must return to the bank's North Carolina headquarters to fly another executive on business elsewhere, that return flight cost is attributed to Moynihan. While Moynihan does use the corporate jet for personal travel, none of those costs is disclosed because he pays for them himself. The bank noted that it did not feel that there was a security need for this, but cited efficiency. Since it doesn't cost the shareholders anything, they will probably agree with this justification.

Boeing's James McNerney non-business corporate jet travel (on a Boeing 737 Business Jet, naturally) cost the company a total of $373,137 in 2013. A company spokesman, John Dern, confirmed that requiring the CEO to travel on the corporate jet for personal trips is a "longstanding policy that helps manage safety, security and productivity." McNerney sits on the boards of IBM and Proctor & Gamble, and travel to board meetings represented almost $68,000 of the total cost.

The cost of flying General Electric CEO Jeffrey Immelt on personal travel was $343,121. GE’s proxy statement indicates that these "[a]mounts reflect the incremental cost to GE for personal use of company aircraft...." It also states that the "[a]ggregate incremental cost, if any, of travel by the executive's family or other guests when accompanying the executive is also included." GE doesn’t give a reason for the perk. The proxy simply states, "We provide our named executives with other benefits that we believe are reasonable, competitive and consistent with our overall executive compensation program."

According to a spokesperson from GE, Immelt does have the option to reimburse the company for personal travel. And in some cases, Immelt has reimbursed the company for such flights, though the company does not disclose this in its proxy statement or in any other filing.

Disney CEO Robert Iger’s corporate jet use cost $332,808 in 2013. In 2014, it cost $391,411. The company claims in its proxy statement that Iger’s "security requires the CEO to use corporate aircraft for all personal travel." Disney clearly takes Iger's safety very seriously. They spend over $600,000 a year on it, in fact.

ConocoPhillips CEO Ryan Lance's jet perk cost $330,869. After Lance was made CEO in mid-2012, the board required him to use corporate aircraft for personal travel for security reasons "unless the Manager of Global Security determines that other arrangements represent an acceptable risk." Like Immelt, amounts also include travel costs "for any family member or guest" accompanying the CEO.

True, personal use of the corporate jet doesn’t mean that the CEO is flying to one vacation home after another. But it’s safe to say that a CEO should seriously consider taking a page out of Moynihan’s playbook and reimburse the company for those kinds of trips.

Editor’s note: Fortune has updated this story based on comments received from General Electric after publication clarifying the company’s practices related to Jeffrey Immelt’s personal use of the firm’s jets.

Watch more about CEO perks from Fortune’s video team:

]]>http://fortune.com/2015/01/27/ceo-corporate-jet-perks/feed/0corporate jetsolster2Which Fortune 100 CEO has the biggest security budget?http://fortune.com/2015/01/07/ceo-security-jeff-bezos/
http://fortune.com/2015/01/07/ceo-security-jeff-bezos/#commentsWed, 07 Jan 2015 17:48:54 +0000http://fortune.com/?p=932315]]>There's plenty of upside to being a Fortune 100 CEO. But the power also comes with a major downside: it can come with all sorts of threats to personal safety.

Scenarios that could endanger a CEO range from the macro--a defense company’s manufacturing of drones could make its CEO a target of the Islamic State, says Timothy Horner, head of Kroll's security risk management practice--to the micro, a "crazy niece or nephew," Horner says.

Not only do those threats pose danger to individual executives, but such events could be devastating for a company's financial health. So it's no wonder that some of the nation's most prominent companies pay a pretty penny to ensure their leaders stay out of harm's way.

Which company shells out the most?

According to analysis of Fortune 100 data in the upcoming 2014 Benefits and Perquisites Report by Equilar, which tracks executive compensation, it's Amazon. The online retailer paid $1.6 million in 2013 for security perks for founder and CEO Jeff Bezos, whose personal worth totals an estimated $28 billion.

What kind of security can that much money buy?

Amazon isn't telling. A spokeswoman did not respond to Fortune's request for comment and the company's mention of the expense in a 2014 SEC filing describes it in vague terms. The $1.6 million sum "represents the approximate aggregate incremental cost to Amazon.com of security arrangements for Mr. Bezos in addition to security arrangements provided at business facilities and for business travel. We believe that all company-incurred security costs are reasonable and necessary and for the company's benefit." Amazon goes on to justify the hefty sum by pointing to Bezos' relatively low CEO salary of $81,840 and the fact that he's never received any stock-based compensation.

Of course, Bezos is far from the only exec whose security costs big bucks. Oracle spent $1.5 million on security for Larry Ellison, who recently stepped down as CEO of Oracle but will serve as executive chairman and chief technology officer of the business software company. In an SEC filing, the company said that the $1.5 million went toward security-related costs and expenses for Ellison's "residence." The Oracle founder is known for his extravagant real estate purchases, including nearly an entire Hawaiian island in 2012. The filing says that Oracle’s board of directors requires that Ellison have a home security system for his primary residence, including security personnel. "We require these security measures for Oracle's benefit because of Mr. Ellison's importance to Oracle, and we believe these security costs are appropriate and necessary business expenses." The filing says that Ellison paid for the initial procurement, installation, and maintenance of the security equipment and Oracle covers the annual staff costs.

Disney spends the third most money for CEO security, according to Equilar, paying $584,075 to protect CEO Bob Iger, followed by the $385,606 Berkshire Hathaway shells out for Warren Buffett’s safety, and the $320,428 that FedEx pays to ensure that Fred Smith is kept out of harm’s way.

All told, the Fortune 100 spent a median of $28,618 on CEO security perks in 2013, down from $58,600 the year before. That year-over-year change is drastic but comes with some caveats. It doesn't include security related to air travel, so if a CEO is required to fly on the corporate jet for safety reasons--even for personal travel--that cost is not factored into Equilar’s analysis of a company's overall CEO security spending. A company is required to disclose the cost of executive perks only if they exceed $10,000, so analyzing a year's worth of security costs for the entire Fortune 100--which changes year to year--will always include the largest expenditures but often leaves out the lowest.

It's also worth considering one-time expenses, like the installation of a security system, that may inflate a given year’s spending, says Aaron Boyd, director of governance research at Equilar. Similar fluctuations have cropped up in Equilar's data before. The average cost of Fortune 100 CEO security perks jumped from $22,000 in 2004--the first year Equilar started keeping track of these expenses--to $37,000 in 2005 only to drop down to $26,000 in 2006. CEO security spending reached its peak in 2010, when the median totaled $85,425--a figure Boyd says may be attributed to companies updating or reviving security protocols after cutting back during the recession.

While the amount companies spend on CEO security varies from year to year, the percentage of Fortune 100 companies that provide personal and home security to their chief executives has held steady, fluctuating only slightly in the range of 45% to 54% over the past five years. Here are the Fortune 100 CEOs of public companies that received a security perk based on proxy filings last year. (There are 10 companies that acknowledge CEO security costs, but don’t disclose how much they spend.)

A $1.6 million security budget like the one Bezos enjoys is generous, says Alan Schissel, a former New York City Police Department sergeant who's now president and CEO of Integrated Security Services, Inc., a private investigation and executive security firm.

But protecting a high net worth individual who’s in charge of a big-name company is an expensive endeavor. Based on Schissel’s conservative, back-of-the-envelope calculations, a team of four rotating security agents would cost about $18,000 per week. A two-man back-up team to be deployed in the event of a heightened threat or emergency will run about $4,000 per week. A vehicle and related maintenance will cost $30,000 per year, and extraneous local expenses could total about $10,000 annually. If a company supplied all that to its CEO, it would cost just under $1.2 million per year. The company could spend the surplus on a CEO's residential security systems.

Outfitting a home larger than 15,000 square-feet with surveillance and alarms starts at $25,000 and can exceed $50,000 if a non-traditional access application, like facial, iris, or fingerprint recognition, is used to secure a property, Schissel says. (Bezos reportedly owns a shorefront mansion near Seattle that measures some 29,000 square feet.)

Horner says that half of Kroll's corporate security business comes from companies' and CEOs' just-in-case concerns. The other half is based on active threats. Threats can come from outside a company--like the Islamic State example--or internally. Downsizing and offshoring efforts, labor conflicts, or one particularly disgruntled employee can trigger extra safety precautions, Horner says.

Just how much security a CEO requires often comes down to the individual's "own fears and perception of being liked or disliked," Schissel says, and how much shareholders value the CEO as a company asset.

]]>http://fortune.com/2015/01/07/ceo-security-jeff-bezos/feed/0security guardclairezillmanScreen Shot 2015-01-06 at 3.33.26 PMApple and Facebook will now pay for women to freeze their eggshttp://fortune.com/2014/10/14/apple-and-facebook-will-now-pay-for-women-to-freeze-their-eggs/
http://fortune.com/2014/10/14/apple-and-facebook-will-now-pay-for-women-to-freeze-their-eggs/#commentsTue, 14 Oct 2014 17:15:53 +0000http://fortune.com/?p=821554]]>In what is a likely to be seen as a game-changing move in the drive for gender equality in the workplace, Apple and Facebook will pay for female employees to freeze their eggs.

Facebook offered the new perk as of January this year, and Apple’s benefit will go into effect at the beginning of 2015, according to NBC News. The two tech companies are among the first major corporations to offer the benefit.

Egg freezing allows women to extend their years of fertility, although the procedure can be pricey. It can cost about $10,000 for every round of harvesting and another $500 or more each year to store the eggs. Both companies will cover costs up to $20,000.

In the often male-dominated world of tech firms, the perk will allow women more flexibility in choosing when they want to build a family, especially as many women devote prime child-bearing years to building their careers. This perk may even help more women stay in tech.

In a Bloomberg Businessweek article titled ‘Freeze your eggs, free your career’ author Emma Rosenblum wrote: “Not since the birth control pill has a medical technology had such potential to change family and career planning.”

The practice of freezing eggs was previously considered “experimental” and only recently lost that label, as reviewed by the American Society of Reproductive Medicine. Doctors now consider in vitro fertilization with frozen eggs to be as successful as IVF using fresh eggs, as long as the patient was young when the eggs were frozen.

Apple AAPL and Facebook’s FB new policy could help women make the choice to freeze their eggs earlier, freeing them up to focus on their careers and worry less about a ticking biological clock. However, some may see it as a cynical ploy to put women off bearing children during prime fertility years in exchange for higher promotions.

“We want to empower women at Apple to do the best work of their lives as they care for loved ones and raise their families,” said a company spokesperson. That includes expanding benefits for women, including “a new extended maternity leave policy, along with cyropreservation and egg storage as part of our extensive support for infertility treatments.”

The coverage is just part of Apple and Facebook’s generous benefits packages, which both companies have been beefing up in a ‘perks arms race’ in recent months. Both companies also offer coverage for fertility treatment and adoption, and Facebook provides $4,000 of “baby cash” for new parents to use however they please.

Scandal

Why it's a great place to work: You can commit any crime you want and no one will ever know, thanks to Olivia Pope and your colleagues.

Grey's Anatomy

Workplace: Seattle Grace Mercy West Hospital

Why it's a great place to work: The hospital employs a bevy of attractive doctors ready to save both your life and your soul. A stint at Seattle Grace guarantees you'll find a significant other -- or, at the very least, a passionate fling in one of the on-call rooms.

Mad Men

Workplace: Sterling Cooper & Partners

Why it's a great place to work: There's no scarcity of alcohol in the offices of SC&P -- or naps to help nurse your aching hangover.

Homeland

Workplace: CIA

Why it's a great place to work: A gig with Carrie and Saul allows for tons of travel. Your passport will be overflowing with stamps -- though the locals you're visiting aren't always friendly.

Orange is the New Black

Why it's a great place to work: You'll never have to worry about what to wear on your first (or second or third or fourth...) day of work.

Suits

2013 USA Network Media, LLC

Workplace: Pearson Darby Specter

Why it's a great place to work: You know that law firm you've been dying to get a job at, but your degree isn't from Harvard? No worries. Just have a photographic memory -- as well as a penchant for quoting classic flicks -- and no degree's necessary.

Breaking Bad

Why it's a great place to work: You'll never have to fret about having a boring 9-5 schedule at Walter White's operation: Employees make their own schedules.

Parenthood

Workplace: The Luncheonette recording studio

Why it's a great place to work: The Luncheonette's charm lies in its revolving door of rockstars and low-key vibe. It's the ultimate environment for creative types, though nepotism runs high at the studio; if your last name's not Braverman, it may be hard to get your foot in the door.

]]>http://fortune.com/2014/01/24/best-companies-perks/feed/0cleahey89Top employers for flexible and work-at-home jobshttp://fortune.com/2014/01/21/top-employers-for-flexible-and-work-at-home-jobs/
http://fortune.com/2014/01/21/top-employers-for-flexible-and-work-at-home-jobs/#commentsTue, 21 Jan 2014 20:57:20 +0000http://test-alley.fortune.com/2014/01/21/top-employers-for-flexible-and-work-at-home-jobs/]]>For great perks, nice campuses, and a strong esprit de corps, the employers on Fortune's list of the best companies to work for are hard to top. But what if you're looking for a job that might let you work from home or from some other remote location, at least part of the time?

Legitimate work-at-home jobs do exist, but "it can be really hard to find real openings with all the scams and bogus business opportunities out there," notes Sara Sutton Fell, CEO of FlexJobs. A team of researchers at the site have checked out their work-at-home job listings to make sure they are on the level before they post them.

FlexJobs reports a 25% increase in mobile or work-at-home jobs in 2013, mostly because technology has made it practical to do more kinds of work remotely. "We're still surprised by some of the positions we come across," says research director Kelly Kirby — including senior analyst, nursing case manager, account executive, accountant, software developer, webmaster, and virtual teacher.

Some of the companies using technology to hire and train people over greater distances, she adds, are big names in their industries, like Apple AAPL, Xerox xrx, UnitedHealth Group UNH, Dell, ADP ADP, and American Express axp.

Each year, FlexJobs publishes a list of the 100 employers who posted the most work-at-home and remote jobs in the preceding 12 months. The top 25 on the current list:

Job hunters who aren't looking to telecommute right now, but think they might be someday, can use Flexjobs' list to check out which companies already seem most receptive to the idea, Sutton Fell adds. "It can be helpful to know which employers to keep an eye on."

]]>http://fortune.com/2014/01/21/top-employers-for-flexible-and-work-at-home-jobs/feed/0DO NOT USE!Annie10 top perks from Best Companies 2014http://fortune.com/2014/01/16/10-top-perks-from-fortunes-best-companies-to-work-for-2014/
http://fortune.com/2014/01/16/10-top-perks-from-fortunes-best-companies-to-work-for-2014/#commentsThu, 16 Jan 2014 16:44:27 +0000http://test-alley.fortune.com/2014/01/16/10-top-perks-from-fortunes-best-companies-to-work-for-2014/]]>From equipment rodeos to free Red Sox tickets to opening for Bruno Mars, check out which of Fortune’s 100 Best Companies to Work For offer the coolest perks.

1

Bingham McCutchen

Best Companies Rank: 60

The law firm offers its Boston-based employees two box seats to a Red Sox game annually, including playoffs and championships. Seniority determines eligibility, but Bingham says it makes every effort to include as many of its lawyers as possible. Tickets to concerts at TD Garden, Gillette Stadium, and Fenway Park are also offered in office raffles -- and its other locations hold similar contests.

2

Discovery Communications

karmakvisser@yahoo.com

Best Companies Rank: 79

The media company, which owns TV networks like The Discovery Channel, TLC and Animal Planet, hosts in-house premieres for employees. In July, they were treated to an early screening of Here Comes Honey Boo Boo,Special Edition: The "Watch n' Sniff" episode. A special card was handed out and viewers could match the quirky family's antics with appropriate smells -- followed by an exclusive interview with the cast. Discovery Communications [fortune-stock symbol=DISCA] brought another famous face to its headquarters in November: Oprah Winfrey, who spoke to employees and answered their questions.

3

Ernst & Young

Best Companies Rank: 78

E&Y's benefits span beyond the living. If an employee dies during his tenure at the firm, the surviving family receives either $50,000 or four months' salary (whichever is greater) within 48 hours of the company being notified.

4

Intuit

Adi Nevo Photographs

Best Companies Rank: 8

Employees at the software company don't have to worry about being sedentary, thanks to a Workout on Wheels (WOW) cart. On long days, teams of five to 25 can participate in 15-minute strengthening, stretching, or relaxation sessions. The mini-workouts combine yoga, breathing and meditation.

5

Qualcomm

Ken Hansen, Hansen Photo

Best Companies Rank: 32

Qualcomm [fortune-stock symbol=QCOM] not only pays its summer interns, but also provides them with a generous relocation package. They also receive fully furnished housing, roommate matching, a transportation allowance, and amenities like towels and linens, a TV and DVD player, a fully equipped kitchen, and maid service every other week.

6

Kiewit

Best Companies Rank: 99

Kiewit works with intense machinery, such as backhoes and compactors, and makes the training sessions fun for employees. After they learn how to operate the company's heavy equipment, they spend a second day competing at the 'Equipment Rodeo.' Events include picking up a beach ball with an excavator or grading a road -- with a chance to win prizes.

7

Google

Best Companies Rank: 1

The tech giant's well-documented employee benefits helped land it the top spot on this list. Its perks go beyond the office: three winners of Google's [fortune-stock symbol=GOOG] annual talent show opened for Bruno Mars at his Las Vegas show in April at the Global Sales Conference.

8

The Container Store

Best Companies Rank: 28

Though the company's known for helping customers organize their lives, the Container Store [fortune-stock symbol=TCS] also clutters its employees' offices with gifts. This year's "We Love Our Employees Day," celebrated annually on February 14, included treats like lamb's wool blankets and t-shirts, hot chocolate K-Cups to be used in temporary 'cocoa lounges,' and a video message featuring the company's CEO, Chairman, and Chief Merchandising Officer.

9

Quicken Loans

Quicken Loans

Best Companies Rank: 5

The Detroit-based mortgage lender noticed that many of its employees lived outside of the troubled city. Quicken Loans partnered with Blue Cross Blue Shield of Michigan, Compuware, DTE Energy, Marketing Associates, and Strategic Staffing Solutions to create rich incentives for those who rent or buy in the city. (Its reasoning? Helping Detroit get back on its feet helps the company's employees.) First time renters are eligible for a $2,500 allowance toward the cost of their apartment in in the first year, followed by $1,000 for the second. Homebuyers can receive a $20,000 forgivable loan and existing homeowners additional $5,000 for home improvements.

10

Cooley

Best Companies Rank: 100

When employees at the Palo Alto-based law firm do a good job, they're rewarded with 'Snooze or Cruise' certificates, which allow them to come in two hours late or leave two hours early on a day of their choosing.